Ch.1: Why is shared information so important in a learning organization as compared to an efficient performance organization? Discuss how an organization’s approach to information-sharing might be related to other elements of organization design, such as structure, tasks, strategy, and culture.

Shared information is so important in a learning organization as compared to an efficient performance organization because in a learning organization it promotes communication and collaboration so that everyone is fully engaged in identifying and solving problems, enabling the organization to continuously experiment, improve and increase its capability (Daft, 2010, p.31).

A learning organization follows a horizontal structure which disbands the vertical structure by flattening the distance between managers a the top of the organization and putting emphasis on self-directed teams which include members from several functional areas creating less boundaries (Daft, 2010, p.31).

In a learning organization, employees play a role in the team or department and roles may be continually redefined or adjusted. There are few rules and knowledge and control of tasks are located within the group. Information within a learning organization serves a distinct and separate purpose. Information is widespread and ensures that all employees are aware of the information. They maintain open lines of communication with everyone, including customers. The culture within a learning organization encourages openness, equality, continuous improvement, and change. Awareness is the key essential to the success.

Ch. 1: What are some differences one might expect among stakeholder expectations for a nonprofit organization versus a for-profit business? Do you think nonprofit managers have to pay more attention to stakeholders than do business managers? Discuss.

Some differences that one might expect among stakeholder expectations for a nonprofit organization versus a for-profit business...

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Today’s workforce is more specialized than ever. Employers’ most talented people are in sales, manufacturing, engineering, and design and not in management. They have hidden talents and ideas that are not being utilized. High-impact learningorganizations unleash these experts and put in place programs to promote and reward even greater levels of expertise (Wilhelm, 2006). 3M and Microsoft are two organizations that have incorporated learning into their companies. In the process of doing so, it has made their...

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According to Peter Senge (1990: 3) Learningorganization are:
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Senge argues that organizations should have the sort of culture which allows them to shape there own future to a far greater degree as been the case in the past. Organization must be constantly improving their performance and in order to do this both management and employees must be actively seeking ways in which they can improve performance.
Pedler et al (1998). defines a learningorganization as one that “facilitates learning of all its members and continuously transforms itself”.
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...1. Give 3 definitions of LearningOrganization
* A learningorganization is an organization, which facilitates the learning of all its members and continuously transforms itself. ( Pedler, Boydell and Burgoyne, 1992)
* A learningorganization has managers who create an environment where the behaviors and practices involved in continuous development are actively encouraged. (Honey, 1996)
* An organization in which learning is valued, and consciously managed and supported. A learningorganization develops and uses the knowledge, skills and experience of those working within it and around it, to change the way in which things are done. (Lewis, 1996)
2. Give 5 assumptions of LearningOrganization
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LearningOrganization Paper
MGT/426
LearningOrganization Paper
In the modern business world, the working environments for all different types of business organizations have seen massive amounts of change. This factor is due largely in part to situations like globalization and the constant cycles of development in information technologies. Business organizations have no choice anymore but to face and accommodate this new business environment. Change in the business environment is never as easy as it seems, and each organization will face its own unique ways of implementing change. This means that management will have to formulate new methods of implementing change each time so that they are distinctive from the last change methods. Unfortunately, for management, there is no one distinct and universal method for implementing change and creating a business-learning environment. In addition to the roles of management, employees will also have to learn to adapt and overcome the obstacles and implement new various techniques. To create a learning environment, both managers and employees have to learn to work together to study, spot, and correct these errors and learn from them.
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The LearningOrganization effectively encourages the concept of asking for forgiveness instead of asking for permission. Employees continue to strive to increase their personal output and positive results on the job. The objective is to create an environment that will allow its employees to operate in levels one and two of the initiative scale.
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1. Act immediately and routinely report
2. Act immediately and immediately report
3. Recommend and act on agreed solution
4. Ask
5. Wait to be told
A LearningOrganization is “an organization in which everyone is engaged in identifying and solving problems, enabling the organization to continuously experiment, improve and increase its capability.” The learningorganization approach is based on values such as; passion for learning, communication, collaboration, team building, people value, caring, culture for excellence, change, problem solving and personal development.
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